It’s been reported that more than half of job applicants lie on their CV – from slight exaggerations to big fat porky pies. If they gain some personal or financial advantage as a consequence of those lies, it’s fraud.
Some may argue that a CV is a marketing document, not a legal document but if the applicant is applying for a role in a regulated environment, lying can have serious consequences for the individual’s career and the employer if they don’t carry out proper checks before hiring. Both can face being struck off, fine or imprisoned and be sued for negligence.
How do you know if your applicant is lying? Here are some top tips:
· Ask them questions about their CV during the interview – sometimes candidates stretch the dates of past employment to cover gaps – ask if they are happy for you to check the dates;
· Make internet background checks part of your recruitment process – you need to tell candidates that you intend to do this – check if their social media profiles tally with their CV;
· Ask for proof of qualifications for their personnel file upon commencement of employment;
· Consider whether a DBS check is necessary, particularly if working with children or vulnerable adults or in a position of trust.